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¶ … Google is a Learning Organization
Worth more than General Motors, Disney and McDonald's combined, Google is a leading provider of information services today. This company achieved its meteoric growth in large part due to its ability to respond to changes in the marketplace and provide innovative solutions to consumer and business information needs (Morrison, 2003). Innovation, though, requires creativity and experimentation, but Google has learned how to accomplish this effectively by encouraging a reinforcing loop process throughout its organization (Sungkhawan, 2011). In fact, engineers and managers at Google are allowed 20% of their work time to devote to their own personal projects and tacit knowledge is shared in a reinforcing feedback fashion (Tidd & Bessant, 2013). For example, Tidd and Bessant report that, "Technical employees are expected to spend 20% of their time on projects other than their core job, and similarly managers are required to spend 20% of their time on projects outside the core business, and 10% to completely new products and businesses" (2013, p. 138).
Clearly, most organizations do not enjoy the vast resources available to Google, but they can still achieve comparable results by fine-tuning their learning processes in ways that identify needs and corresponding...
In this regard, Sungkhawan advises that, "In other words, innovation requires a culture of experimenting with new ways of satisfying peoples' needs and wants through a cost-effective manner" (2011, p. 127). This means that Google learned early on that innovation does not just fall out of the sky but is rather the result of implementing and sustaining a corporate culture that places a high value on individual initiative. Moreover, at Google, balancing feedback is used to translate innovation into practical products and services that can generate additional revenues for the company. For instance, Sungkhawan notes that, "Innovation requires a mindset for effectiveness (doing the right things), efficiency (doing things right), as well as the ability to proactively anticipate customers' needs and wants, and convert this knowledge into useful products and services in a timely manner" (2011, p. 128). Likewise, Tidd and Bessant (2013) report that at Google, there are formal balancing feedback loops in place to help identify potential commercially viable ideas and to translate these into money-makers for the company. In this regard, Tidd and Bessant note that at Google, "Ideas progress through a formal qualification process which includes prototyping, pilots and tests with actual users. The assessment of…
References
Morrison, D. (2003). E-learning strategies: How to get implementation and delivery right first time. New York: Wiley.
Senge, P. (1994). The fifth discipline. New York: Doubleday.
Signorelli, P. & Reed, L. (2011, May-June). Professional through growth learning communities:
Knowledge comes with teamwork, and fun-all across the organization. American Libraries, 42(5-6), 56-59.
Google or Southwest Airlines Describe the company's overall people management strategy Google has been a fabulous high-energy, quick paced employment setting (About.com, 2009). Google workers (known as Googlers, within Google's jargon) work really hard, however have a great time simultaneously. The Mountain View, CA headquarter features a university campus-like atmosphere in which the benefits of creativeness as well as innovation have been extolled. Google utilizes its company servicescape and company tradition and
Google is an information services company that makes most of its money in online advertising. The company owns the world's #1 website by traffic (Google.com) and several other top websites in Blogspot and its nation-specific search sites (Google.de, etc.). Google has a number of different product/service offerings including online advertising, the Chrome web browser and the Android mobile operating system. Revenues last year were $37.9 billion and net income was
Lastly the focus on Clan through the use of the cultural aspects discussed in the first question also supports its unique ability to continually create greater levels of innovation and growth over time. Adhocracy is critical given the intellectual abilities of the people the company attracts and retains, as they are more interested in attaining objectives even if it means cutting across functional lines of authorizing rather than being
The organization must define what competencies will be necessary in the future, and continually build upon existing employee skills to avoid obsolescence. "If employees do not possess the competence to handle a new strategy, a company should provide training to enhance the skills of its managers and employees. Without adequate training and support, the relationships between employees and managers will suffer and the organization will lack flexibility" (Richards-Gustafson 2013).
Google Case Study Analysis Google Inc. is one of the major internet companies worldwide. The multinational firm is predominantly involved in providing online advertising and search engine services. Other products and services provided by the firm include cloud computing services, enterprise services, mobile payment services, as well as consumer services and electronics. The provision of consumer electronics under the Nexus brand represents one of the firm's latest expansions of its product
CEO and Organizational Culture Profile Google is a successful information technology firm with footprints in over 43 countries. Established in 1998 by Sergey Brin and Larry Page, the company has expanded in all aspects since then (Bolden & Gosling, 2011). Some of its offerings include search, web applications, and advertising. A notable statistic is that Google receives over job applications annually but employs less than a quarter of them. This signifies